With so many different types of recruitment available, from social media to app-based, numerous reports have talked about a decrease in agency recruitment. This has been such a prevalent notion that some believe it could spell the end for the recruitment agency, however this could not be further from the truth.
Although online recruitment methods have presented a credible threat to the traditional agency recruitment, particularly mediums such as LinkedIn and other social media techniques, this does not mean the end for agencies. The real test of an agency’s resilience and strength is how they cope with change and adapt their business to suit the needs of a changing candidate and employer.
In order to compete with the contemporary recruitment trends that are currently emerging, agencies must be aware of the changes and find an area of the industry which only they can provide for, therefore giving employers and candidates a service they cannot receive from any other avenues.
Recruitment agencies often have access to a range of connections and various ways in which to target demographics specific to their client. Some flat fee recruitment methods rely on simply hoping to target passive candidates through mass job advertising, whereas agencies have the ability to recognise talent both in an active and passive sense.
There are a few alternatives to agency recruitment, such as in-house direct recruitment strategies including social media-based job advertisements. However, these methods do not need to pose a threat, but rather can be implemented into current agency strategies in order to grow and develop. DIY recruitment can be fraught with faults as direct recruiters can lack the knowledge of recruitment as a whole, and can often make the mistake of hiring when not entirely sure the candidate is right for the position. This may result in an increase of time that the position is vacant, and a loss of money and productivity.
Many companies choose to reach out to candidates through social media channels and professional platforms such as LinkedIn. While this is an excellent way to reach a wide audience, it is imperative that employers know how to move forward accurately with an application, ensuring they have targeted the right kind of candidate rather than just the largest number of candidates.
Companies are reporting talent shortages in many aspects of business, particularly in the industries of technology and engineering. As new jobs are invented to line up with advancements in industry, there is a huge lack of knowledge and therefore talent. Recruitment agencies are well-versed in not just identifying talent, but also bringing that talent through the application and interview process.
Also, with so many avenues to go down, the power has shifted back to the candidate rather than the employer. Candidates are no longer climbing over each other for jobs, they are more aware of their worth and are tired of having job adverts shoved down their throat. For recruitment agencies, this is a chance to promote a new quality of candidate experience, which works both ways. This means the candidate receives the attention they want and the client is sure of a maximum reach for maximum talent.
It may seem as though a new recruitment style is popping up every week, but agencies have been there for the long haul. Provided they can adapt and grow with each new hurdle, there will be no end to how powerful agency recruitment can be.